Recognition
is a key driver of staff retention. Retention
is becoming increasingly complex due to attitudinal
changes in the workforce, a tight labour market
and an aging population. Utilising web-based technology
which saves time and increases impact, we design
& implement Recognition & Reward programmes.

HR Equations
service offering will be customised to suit your
circumstances and could include:

Reward
strategy, including the links to Performance
and Development

Development
of a system for measuring the market, choosing
the best survey data, determining base salaries
and undertaking an annual salary review

Salary
information on market rates for individual jobs

Incentive
schemes for Executives and/or Staff

Sales
compensation & sales incentives

Recognition
& Reward programmes for Sales Achievers

Recognition
& Reward programmes for Values achievement
and outstanding Service

"Everyone is working
hard, but productivity would increase if all the hard work was going in the same direction"

"If
our staff and our stakeholders had the same goals,
we'd all be better off"

One of
the best ways of getting good Return on Investment
is to make sure the efforts of your people are
closely aligned with your business goals. Significant
productivity gains can be made by motivating more
of your people to concentrate on 'A-priority'
tasks, more of the time. This is a "Win-Win"
scenario; people get more enjoyment & reward
out of their jobs & careers and the organisation
is financially better off. HR
Equations will help establish a Performance
Management process to achieve this, which will
include:

Design
of the system

Goal-setting

Link
to remuneration & annual salary review

Link
to identifying skills required, development
& training

Management
and employee communications

Performance
Management software, for ease-of-use and efficient
monitoring of results

"Increases
in staff turnover, skill-shortages and an aging
workforce mean the old ways of finding good people aren't
good enough any more"

"We
need to plan our supply of labour like we plan
other mission-critical investments. Just sticking an
advert in the paper after someone has left is too ad-hoc,
costly and risky"

One of
the best ways of building a great culture is to
be genuinely outstanding at recruiting top quality
people, time-after-time, into job-after-job. After
all, culture is no more than the behaviour of
all of the individuals, all added together. It
is best to drive culture from the bottom-up. Or
in other words, a great culture is only worthwhile
if your customers notice the difference in your
staff that they talk to. HR
Equations can assist with our Recruitment
Strategy services. What's included will depend
on your goals. The following is a list of possibilities:

Full
review of recruitment channels to the labour
market and development of a new recruitment
strategy

Taking
time and cost out of the recruitment process
(labour supply chain)

Training
managers in recruitment and interview techniques

Establishing
preferred supplier agreements with recruitment
agencies

Planning
the future supply of labour

"We
need to recruit, how do we make sure we get the
right skills and behaviours?"

We
offer a full suite of recruitment methods and
use leading edge candidate management and candidate
search software to back this up:

Headhunting/Executive
Search

Headhunting
(or 'Executive Search') is the most accurate,
effective method of finding key management and
specialist talent, because you systematically
identify the best people in the market, i.e. in
addition to the minority of people currently looking
for a new role who apply for job adverts, 'headhunt'
enables you to access the majority of the market
for your job vacancy-the people who aren't looking.
However, ‘headhunt’ is most effective
when you are looking for experience from within
a particular industry sector.

Advertising

Advertising
roles is best when the skills sought for the role
could come from a variety of industries or are
not highly-specialist.

Assisting you with your own advertised positions

If you
have a general vacancy that you are advertising
yourself, charged on an hourly-rate basis, HR
Equations can assist with part or all of
the recruitment process, depending on your requirements.
For example, we can handle everything from drawing
up advertising copy through to short-listing,
reference checks and offers or alternately, just
assist you with the screening & short-listing.

"The
external market and our strategies have changed.
We need to restructure and get our accountabilities,
relationships and jobs lined up with our direction"

Restructuring
can be complex. Staff work effort and jobs must
be re-aligned in to the new business direction
and done in a way that a way that maximises employee
commitment. At the same time, de-motivation, productivity
loss and departures of high performers need to
be minimised. And this process needs to be undertaken
in a legally compliant manner to avoid potentially
significant personal grievance costs.

New
job descriptions, recruitment and appointments
process for new roles

Outplacement
support for redundant employees, including formal
career assessments and job search support

Accountability
Reviews of 'who-is-responsible-for-what' within
the business, to ensure decision-making is clear
& effective and authorities for the decisions
are aligned with job responsibilities

Designing
policies and procedures that ensure the Board
of Directors and CEO's governance requirements
are met e.g. policy and procedure for financial
control and authorisation

"85% of mergers
and acquisitions under-performed due to different
management attitudes and culture"- major
consulting firm study on Delivering the Benefits of Mergers and Acquisitions

M&A
has traditionally been the domain of financial,
economic and legal skills but studies consistently
point to human factors as being a fundamental
driver of M&A success. Increasingly, Boards
and CEO's are likely to demand that Human Resources
activity 'steps up to the plate' and plays a critical
strategic and operational role in M&A activity.

HR
Equations
can assist you with the people-related factors
that lead to successful Mergers, Acquisitions
and Outsourcing. Depending on the scope of the
deal, this could include:

HR
planning

Governance
model

HR
content of Due Diligence

HR
business case and risk analysis

Transition
management

New
organisation structure and appointments process

Forming
leadership team goals, KPI's and management
processes

" We
need to make sure we are complying with employment
law requirements "

Whether
it is making sure a redundancy or restructure
follows the correct process, a new employment
agreement or a health & safety plan for your
office, HR Equations
can ensure your business meets the requirements
of employment law.

"We need to plan
how we're going to get our investment in people lined up with
busin ess
direction"

HR
Equations
can assist you in creating a winning people-management
strategy.

Research
shows that around one-third of an organisations'
market value or shareprice is due to people-management
practices. Thus, its equally important to have
a strategy for people-management as it is for
marketing or production. 'HR Strategy' doesn't
have to be a large, hard-to-communicate document
which gets thrown in the draw until next year;
it does have to describe how HR activity will
be prioritised in order to drive financial results
and other key organisational outcomes.

Similarly,
you may be looking for a review of your HR practices.
HR Equations can
assist in 'auditing' your HR practices to determine
how well your organisation's goals are being supported
by your people-management approaches.

"We
need to know if all this expenditure on personnel
stuff is really bringing home the bacon"

Depending
on the business, personnel costs amount to between
30% and 70% of total annual expenditure. Given
the criticality of people to all organisations,
it's essential to measure the success of people-management.
Keeping score is how you'll know if people-management
is successful. HR Equations
can assist you in Measuring
the Return on HR investment or preparing
HR Business Cases.

Depending
on your requirements, this could include:

Choosing
HR measures or KPI's which connect the people-side
of your enterprise to overall organisational
goals and financial returns

Calculating
financial return on HR projects and preparing
the Business Case for major HR expenditure